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Banking Industry

Business Bankers & Credit Analysts

Challenge:

A family-owned bank wanted to improve its process for hiring Business Bankers and Credit Analysts. They determined that using personality assessments within the selection process may improve the quality of applicants hired for these two roles. Business Bankers build new client relationships by presenting and selling products and services whereas Credit Analysts evaluate financial information pertaining to loans.

Solution:

The bank contacted Hogan to help validate the Hogan Personality Inventory (HPI), a measure of normal, everyday personality, the Hogan Development Survey (HDS), an assessment of derailment tendencies, and the Motives, Values, Preferences Inventory (MVPI), a measure of a person’s core values and drivers, for Business Banker and Credit Analyst selection. Individuals highly familiar with the two jobs completed an online personality-based job analysis to determine what characteristics and values were important for each of the two roles. Also, they participated in a focus group. In addition to the job analysis information, Hogan leveraged validity generalization (VG) methods to identify the assessment scales most predictive of Business Banker and Credit Analyst performance.

Result:

Hogan created a selection profile to select Business Banker applicants that tend to be stress tolerant (HPI Adjustment), motivated and goal-oriented (HPI Ambition), socially engaging (HPI Sociability), skilled at communicating with clients (HPI Interpersonal Sensitivity), motivated by the bottom-line (MVPI Commerce), and driven to achieve (MVPI Power). The selection profile screens out applicants who tend to be self doubting and afraid to take chances (HDS Cautious) as well as high strung (HDS Excitable).

Also, Hogan developed a selection profile to screen in Credit Analyst applicants who tend to be hard-working (HPI Ambition), detail-oriented and organized (HPI Prudence), interested in staying up-to-date on developments in the banking industry (HPI Learning Approach), motivated by achievement (MVPI Power), and driven by the pursuit of knowledge (MVPI Science). The profile screens out those who tend to be aloof and cold (HDS Reserved), passive aggressive (HDS Leisurely), and distractible (HDS Imaginative).

Using the two different profiles as part of the Business Banker and Credit Analyst selection processes will help the bank bring in applicants with the characteristics and values related to success.

Testimonials
Adina Sandor, Henkel Romania
Coaching skills course is an excellent choice for all managers who want to deepen their knowledge about coaching and gain new insights, both in business and in personal life. Adina Sandor, Recruitment and Development Manager Henkel Romania
Mihaela Flamaropol, Raiffeisen Bank
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
Theodor Filos, VIP Romania
An interactive course, a real quality content that supports human resource professionals with clear and concise examples and methods that can effortlessness and make more efficient the recruitment process. Theodor Filos, VIP Romania
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